Free · 13 roles · with owner accountability

Onboarding checklist + 30/60/90 day plan

Specific milestones for the first 90 days, by role. With named owners — because diffused accountability is the #1 cause of bad onboarding. Pick a role for the tailored plan.

TL;DR

BambooHR's onboarding research finds that structured onboarding programs improve new-hire retention by 82% and productivity by 70%. The 30/60/90 framework: day 30 = master tools, context, and people; day 60 = own a meaningful piece of work end-to-end; day 90 = operate at full output and start mentoring the next new hire. Each phase has 5-7 specific milestones tied to the role, with a named owner.

Glassdoor's cost-of-a-bad-hire research pegs a failed senior hire at 30-50% of annual salary in lost productivity, replacement cost, and team disruption. The #1 cause of bad onboarding is diffused accountability — manager improvises week to week, nobody owns first-week setup, week 1 over-loaded with passive trainings instead of small wins. Pick a role below for the tailored plan with named owners.

Pick a role

SDR (Sales Development Rep)21 items →Account Executive21 items →Customer Success Manager21 items →Backend Engineer21 items →Frontend Engineer21 items →Full-stack Engineer21 items →Engineering Manager21 items →Product Designer21 items →Product Manager21 items →Marketing Manager21 items →Operations Manager21 items →Recruiter21 items →Data Analyst21 items →

Week 1 · Universal

The first week, regardless of role

Get them productive on tools, oriented to people, and clear on what success looks like in their first 90 days.

  1. 1Day 1: workspace + tooling set up before they arrive (laptop, accounts, Slack, email). New hire's first email should be 'everything just works.'Manager
  2. 2Day 1: 30-min welcome with their manager — share the team's mission, their first project, and book recurring 1:1s.Manager
  3. 3Day 1-2: meet & greet calls with 4-6 people they'll work with most. 15-20 min each, calendar-blocked in advance.Manager
  4. 4Day 3: have them ship something small (a Slack post, a document, a tiny PR) — confidence-building, momentum-setting.New hire
  5. 5Day 5: review the 30/60/90 plan together. New hire confirms it sounds achievable; manager confirms it's the right shape.Manager
  6. 6End of Week 1: HR / People check-in. Surface friction (access issues, missing context, mismatched expectations) early.HR
Onboarding Checklist → Raffi

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Frequently asked questions

What should a 30/60/90 day plan include?
30 days: master the tools, the context, and the people. 60 days: own a meaningful piece of work end-to-end. 90 days: operate at full output, surface higher-order insights, and start mentoring the next new hire. Each phase has 5-7 specific milestones tied to the role.
Who owns the onboarding checklist?
The hiring manager owns the plan; the new hire owns execution; HR ensures friction-free first-week setup; the team owns reciprocal time (1:1s, pairing, code/work review). Make this explicit in writing — diffused ownership is the #1 cause of bad onboarding.
How long should new-hire onboarding take?
Most professional roles take 90 days to full productivity. Engineering managers and senior PMs often need 120-180 days because they need to build cross-functional trust before making material calls. Executive roles can take 6-12 months.
What goes wrong with new-hire onboarding?
The top failure modes: (1) no clear plan written down — manager improvises week by week; (2) diffused accountability — nobody owns the first-week setup; (3) over-loading week 1 with passive trainings instead of small wins; (4) skipping the 30/60/90 retro that surfaces issues before they compound.
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